Written Statement of Employment Particulars will become a day ONE entitlement.

From 06 April 2020, new legislation known as The Employment Rights (Employment Particulars and Paid Annual Leave ) (Amendment) 2018 will come into effect which will require all employers to provide terms and conditions of employment to all new employees prior to, or on their first day of employment. This new entitlement will also be extended to workers under the new legislation.

After April 2020, a written Statement of Employment Particulars will still need to be compliant with section 1 of the Employment Rights Act 1996 however, it will also require some additional information;

  • Details of the days of the week the worker is required to work and whether working hours and/or days will be varied and how.
  • All paid leave entitlements such as; maternity, paternity, parental leave and compassionate leave.
  • Duration and conditions of any probationary period.
  • Remuneration (not just pay)
  • Training entitlement provided by the employer.

What should you do now?

If you don’t currently have a process in place for issuing new employees with written Statements of Employment Particulars, then it’s time to rethink this and put a plan of action in place such as; including an SoEP with your offer letter and all standard recruitment form-work.

If you are a CoLaw client, then your dedicated Consultant will be doing the work behind the scenes to ensure that your written Statements of Employment Particulars are updated and compliant ready for April 2020.

The information provided in all of our blogs reflects only a narrative of some elements to consider on the topic. The blogs do not contain considered legal advice and should not be relied upon as advice. Please see our website terms and conditions for full details of our disclaimer. If you are interested in obtaining advice, please contact one of our lawyers who will be happy and able to advise you on your own particular circumstances.